Johannes Van Den Bosch Receives A Reply Case Study Solution


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Johannes Van Den Bosch Receives A Reply Case Study Solution

Background and Facts

Johannes Van Den Bosch Receives A Reply a workplace products merchant for little and also medium sized companies has recently been associated with planning for a merger with its competitor Residence Deport, which has affected effectiveness degrees in departmentswith the elderly manager involved in lawful issues presented by the government Profession Commission. With the Advertising Head advancing the information of his departure from the firm in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the role in the near future. With challenges in the type of a prospective cultural adjustment and reduced worker morale, the company is in need of a complete reengineering effort at the advertising and marketing division.

Problem Statement
Porter's 5 Forces Analysis
The potential social modification at the marketing department of Johannes Van Den Bosch Receives A Reply is enhancing unpredictability in the working environment bring about different difficulties for the Jeannie Lewis who would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in affecting calculated decisions given that Stapes Inc. had to abandon its strategies of combining with Workplace Deport after the Federal Trade Payment's treatment in the process. Provided the reality that the shop has an international presence with branches in UK, UNITED STATES, Canada and Germany, political consider each of these nations may be able to influence performance or critical goals. Federal Profession Compensation's antitrust match against the merger used up beneficial time of the company's elderly management suggesting that 'political' factors can have major effects for an international company.

Economic Factors: Financial factors such as the introduction of local business in the global situation recommend that Johannes Van Den Bosch Receives A Reply is thriving in an atmosphere where there is possible development of businesses. In addition to this, truth that store customers are mostly searching for office products for home offices suggests that the marketplace has a climbing trend of entrepreneurs and home based businesses.

Social factors: Social fads in the economic climate reveal that consumers are trying to find comfort as well as eye-catching prices. Marketing research demonstrates how the customer for Johannes Van Den Bosch Receives A Reply does not have awareness regarding discovering options which can supply a combination of convenience as well as affordable.

Technological factors: Technology plays an important duty in Johannes Van Den Bosch Receives A Reply's organisation strategy particularly as the company is piloting Innovation facilities which would supply modern technology sales and support in the form of memory upgrades, peripheral installments. (Summary of BUG in appendix 2).

OB Issues as well as Manifestations.

A number of underlying Organizational Behavior issues can be seen in Johannes Van Den Bosch Receives A Reply's case as highlighted in this section.

Worries regarding social modification: There is concern regarding a social change that would certainly take place once Todd Krasnow leaves from his placement as the Exec Vice President of Advertising with the majority of the team member already showing unhappiness over this potential relocation. This anticipated modification has actually created stress in the office which has actually been paired with the previous stress and anxiety of preparing the firm for a potential merging with Residence Deport.
Pest Analysis
Stressful Task Atmosphere for Newcomers: There is scarcity of workers that can match the difficult environment of a busy organization. Not only does this lead to trouble in discovering the appropriate people, it places anxiety on new hires as can not hold up against the speed and also stress that the company expects them to birth.

Dual Coverage Lines: Beginners find this business society cumbersome and also hard to cope with particularly as dotted line relationships are suggested to be weak generally as well as unbiased setup and performance evaluation is still done by the solid line manager. This suggests that newcomers can shed clearness about their respective duties and purposes especially as populated line coverage does not keep them in straight communication with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles although it had been guessed that the last would take Krasnow's position came as an impact to her morale. Lewis may have been qualified and also appropriate for the work but the truth that Kransnow's separation would certainly make Coles a direct record to Lewis might have been the factor for Coles' resignation from services.

Anxiety & Job Instability: Concern as well as instability can be determined as two major problems that Lewis would certainly be managing particularly as the merger has now be cancelled and also 2 senior executives of the marketing division would be leaving. The entire responsibility of the department would be falling on Lewis's shoulders that would not simply be in charge of brining regarding a social adjustment however would certainly likewise need to show herself in her brand-new function.

Incompatible Monitoring Style of Leader: Lewis's monitoring style and its conflict with the advertising division's duty can also be viewed as an OB difficulty particularly as she has actually been utilized to taking care of concerns in the procedures division where personnel are taught to concentrate on processes and also get them right. The marketing department on the other hand can be seen as a group of people that are utilized to being supported by Krasnow who concentrated a lot more on outcome than procedures.

Interdepartmental Differences: Interdepartmental disputes between three divisions, advertising, merchandizing and also operations specifically over the allocation of the advertising mix can be identified as one more OB issue. The advertising and marketing division does not share the exact same vision as the other two divisions concerning the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing as well as operations divisions do not agree over the marketing mix appropriation amongst one an additional either.

Fragmentation in Marketing Department: Fragmentation between the advertising and marketing departments can be determined as one more OB concern which can require more interest. The truth that the advertising and marketing sections in the marketing department are separated is preventing both divisions from obtaining from each various other's experience as well as expertise. Assimilation of advertising with retailing and also operations would certainly become harder if the advertising and marketing department itself is degenerated which can be another potential OB issue.

Johannes Van Den Bosch Receives A Reply Analysis

Numerous theories have actually been utilized to explain the circumstances to get additional clarity concerning the situation handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of managers believe that subordinates are passive as well as careless, have little passion as well as resist adjustment. The tough variation of this theory highlighted threat, tight controls, dangers and also penalties. In time it creates reduced productivity, refined sabotage and competition (Offer, 2003). The situation at Johannes Van Den Bosch Receives A Reply is not completely complying with Theory X, it can be seen that brand-new hires are discovering this environment rather demanding which might at some point lead to a greater disposition of the administration towards Concept X. As per McGregor's supported sight, which he called Theory Y, the necessary task of the monitoring is to prepare business conditions so that people can attain their very own goals best by directing their initiatives towards organizational incentives. If individuals locate no complete satisfaction in their work, the administration would certainly have little selection but to rely upon concept X and external control (Bargain, 2003). Even while analyzing Lewis's monitoring design, concept X may have been suitable in the procedures division to some extent but the Advertising and marketing division would need dependence on Concept Y so as to get the imagination and also creativity from the teams.

Tuckman's Teamwork Concept: As far as Lewis's problem about bringing consistency between the marketing and also marketing department is worried, this would at first lead to conflict as reviewed by Bruce Tuckman in his 'Synergy Concept'. By integrating the marketing and advertising and marketing division's work, there may be the exact same preliminary detach which can lead to the 2nd phase of 'storming' where the teams challenge one another.

Bridges' Change Model: Based On William Bridge's concept (appendix 4), people are fairly unpleasant with modification, which is evident by the scenario at Johannes Van Den Bosch Receives A Reply The situation can be seen as a typical course of life if is studied based on Bridge's theory where he clarifies that individuals experience 3 phases of change when they experience adjustment. 'End, losing as well as Letting go', The Neutral Area as well as 'The New Starting' (Bridges, 2004). When people exist with adjustment, they go into stage one therefore there might be feelings like unhappiness, uncertainty, stress, rage, concern, rejection as well as disorientation.The circumstance at the marketing division of Johannes Van Den Bosch Receives A Reply is similar so Lewis can obtain comfy with the suggestion that it is not extraordinary behavior. In the 2nd phase, there might be a requirement to link the gap between the brand-new as well as old society so Lewis might need to encounter this experience once Krasnow leaves. There might be low morale as well as reduced productivity at this phase which must not be taken as a problem. It is throughout this phase that Lewis will need to offer advice to the department to ensure that they can find a sense of direction. It can be seen exactly how Krasnow has currently made this shift easier by making Lewis get involved in the division a year prior to his real separation. According to Bridges' Model, phase three will produce visibility to knowing, High energy and dedication as individuals will embrace the modification (Bridges, 2004).
Vrio Analysis
Maslow's Demand pecking order: The OB issue pertaining to insecurity at the office has been caused firstly by the change in monitoring and also secondly by the reality that the merging will no more be launched. Abraham Maslow in his Concept of 'Needs Pecking order' (appendix 5) has reviews the value of 'security needs as being a reduced level requirement of a human for triggering inspiration. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the need to really feel safe as well as out of danger' is at the second level of needs. Before an employee can be made to create psychologically, he requires to have his 'Physiological 'as well as 'Safety' needs satisfied. This suggests that unless the workers are made to feel protected about their current work condition in Johannes Van Den Bosch Receives A Reply they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Johannes Van Den Bosch Receives A Reply Case Study

Ramification of Analysis.

The OB analysis has actually considered different concepts to comprehend how to deal with the current scenario at hand. The complying with 3 alternatives have been suggested to help Lewis handle the organizational difficulties in the advertising and marketing division. Each of these options has actually been recommended for relieving the transition needed to bring the marketing division in line with the needs of the marketplace as well as for making the cultural change that would adhere to when the current leader leaves.

Integration of advertising and marketing features. Dividing Adverting and Production functions. Integration of Advertising And Marketing with Operations.

Assessment of Alternatives.

Combination of Advertising & Advertising Functions: The in-house marketing firm of Johannes Van Den Bosch Receives A Reply is currently strength for the company in regards to saving up on expenses associated with advertising and marketing as well as promo. Given that no new employment has actually been done after Bridget Cole's separation with the coverage line being straight appointed to Krasnow for the advertising and marketing function, this is a favorable opportunity for incorporating the marketing and advertising functions. Judith Shapiro who has earlier been interviewed by Lewis during the earlier merging days has experience in business-to-business marketing in addition to company as well as retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to deal with both marketing and advertising functions.

The advantage of this technique is that it will certainly incorporate both features while minimizing the requirement for hiring an additional source for advertising and marketing. In addition to this, Lewis would be heading the marketing division as well as in any case her replacement would be required for the existing duty that she is executing. The negative aspect of this alternative is that outside hiring may bring about bitterness from inner personnel who might be considering the setting of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting as well as Production: Offered the competitive pressures as well as top quality work needed from the advertising agency, it is recommended that Lewis must permit the production device to be a different feature from the marketing system. Given that the majority of ad agency had these 2 functions as different units, it makes even more sense to adhere to the standard. Along with this, both functions may have the ability to concentrate on their core turns on more successfully. Nonetheless, the drawback of this technique would certainly be that additional expenses would certainly need to be birthed for establishing separate production features. A production head might have to be hired which might enhance expenses for the organization.

Assimilation of Advertising And Marketing with Procedures: Because Lewis is already taking care of the marketing and procedures divisions simultaneously; it makes good sense to integrate both functions considering that she has been successfully taking care of both ends. The truth that the two departments already have significant differences over appropriation of sources suggests that this integration might be able to produce harmony especially as Lewis would be heading both ends.However there are various negative aspects of this move specifically as it would certainly put way too much concern over Lewis's shoulders. The truth that Lewis has to adapt her management style for the marketing division suggests that these 2 departments would certainly be culturally diverse. Lewis might not be able to apply one type of management design to both departments which might result in inadequacy in either one of the 2 features.


An analysis of the three options indicates that combination of advertising and marketing and procedures would certainly not be a viable action because of the vast differences between the two departments although that currently Lewis is dealing with both. While separation of the manufacturing feature may have been a beneficial step for the advertising and marketing division, the reality that it would indicate putting a 3rd feature under Lewis's wing means this need to be stayed clear of as well. The combination of the marketing department is the best choice in terms of obtaining the optimum arise from the department. An action plan for this option is discussed below.

Activity Strategy.
Lewis will take control of the role of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing functions would be merged.

Judith Shapiro will be hired to take Lewis's area as SVP of marketing and advertising.

Manufacturing feature will remain part of advertising under advertising feature.

Lewis will certainly separate herself from operations.

A democratic leadership style with worker empowerment will certainly be made use of in advertising division.

Open up door plan and focus on cross departmental communication will be focused on removing dissonance.

Contingency plan.

If the combination does not exercise as intended, a backup plan would comply with which would separate the production feature from the marketing function to decrease the lots on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will certainly be heading the advertising and marketing division without an SVP. In that case the production feature will definitely be separated by putting it under an SVP manufacturing.